Online networking and employee engagement: what current leaders do?

• Published in: Journal of managerial psychology 2015-07, Vol.30 (5), p.582-596
• Main Author: Korzynski, Pawel
• Format: Article
• Language: English
• Subjects: Brand loyalty; Codes of conduct; Communication; Companies; Corporate culture; Culture; Emotional well being; Employee involvement; HR & organizational behaviour; Influence; Leadership; Millennials; Networking; Occupational psychology; Online; Organizational culture; Organizational psychology; Organizational structure; Organizations; Platforms; Questionnaires; Research methodology; Research projects; Small & medium sized enterprises-SME; Small business; Social impact; Social networks; Social research; Surveys; Teams; Time zones; Training; Well being; Work environment; Working conditions
• ISSN: 0268-3946; 1758-7778
• DOI: 10.1108/JMP-10-2013-0344

Purpose – The purpose of this paper is twofold: to examine the role of online networks in employee engagement and to analyze the factors influencing leaders’ involvement in online social networking. Design/methodology/approach – The study’s participants included team leaders, managers and directors working in Fortune 500 companies in the USA. Data were collected through structured surveys delivered through LinkedIn, professional online networking platform to randomly selected users with leadership roles. Totally, 194 matched questionnaires were returned. Findings – The results indicate that employee engagement is positively associated with the time leaders spend on internal online networking platforms, the code of online networking conduct, and the presence of an open-organizational culture. Furthermore, the study shows that organizations can influence leaders’ use of online social networking platforms through an open culture and training. Finally, the findings also indicate that leaders, who communicate with a higher percentages of employees through internal and external platforms, also spend more time on online social networking platforms than those who do not. Surprisingly, a hierarchical structure and the code of conduct are not an indicator of the number of hours that leaders spend on online networking platforms. Research limitations/implications – The study has three main limitations. First, it was conducted among leaders working in companies from the Fortune 500 list, because the majority of these companies have already implemented internal networking platforms, which are not yet popular in small and medium enterprises (SME). In the future, companies from the SME sector are also worth studying. Second, the study was undertaken among leaders from the USA, because most of the online networking platforms were developed there and then adopted in other countries. Online networking trends in other countries are also very interesting topics for study in future research projects. Third, the quality of the time leaders spend on online platforms should also be examined in future studies. Practical implications – The next generation of leaders should pay increasing attention to online social networking platforms so as to be more effective in fostering employees’ social and emotional well-being. Organizations that seek ways to facilitate involvement among their leaders in internal online networking, need to organize training and support leaders and employees in